SENIOR HR OFFICER

Job Purpose: The incumbent will be responsible for providing an effective and efficient human resource generalist function that is aligned with departmental and company strategic goals. The incumbent will be expected to successfully implement HR strategy and deliver customer service within the organization. The responsibilities will include recruitment and selection, compensation & benefits, employee relations, talent retention, performance management, training & development, policies and procedures, HR Management reports

Main Accountabilities:

Responsible for various functions of HR as follows:

• Recruitment and Selection

i. Attract, retain and motivate staff. Manage the recruitment process and ensure

Candidates fit the role and company culture.

ii. Advertise vacancies, assess applications, interview applicants. Coordinate and

        employee evaluations and terminations.

iii. Analyse the skills and qualities required for each particular job and develop job

descriptions.

• Compensation and Benefits

i. Design and implement compensation structures and variable pay plans.

ii. Align internal equity with market data, and formulate compensation packages to

staff.

iii. Review the salary/grade structure by benchmarking, ensure competitive

compensation strategy

• Learning and Development 

i. Work in partnership with line managers; to identify individual development needs

and source external training provision as and when required, monitoring training

costs against budget.

ii. Administer the evaluation of all learning and development activities.

iii. Make recommendations on a cost-effective management development programme

to support the Board’s people management strategies.

• HR Reporting and Administration

i. Manage the transactional elements of HR including HR reporting, contracts,

maintaining Employee database etc.

ii. Responsible for HR data analysis such as staff turnover rate, attendance rate so as

to manage the team in an effective way

• Performance Management

i. Manage the performance management process for the assigned business units

ii. Act as a custodian of effective performance management practices.

iii. Implement performance management/talent management initiatives.

iv. Ensure that performance management is standardized.

v. Ensure that all employees are informed of and trained in the application of the

performance management model and system. Monitoring, evaluating and

reporting results.

• Policies and Procedures

i. Develop, implement and maintain HR policies and procedures to ensure effective,

fair and consistent management of staff throughout the organisation, and ensure

that the staff handbook is comprehensive and up-to-date.

ii. Ensure that managers and staff are aware of the policies and procedures and able

to operate them effectively.

iii. Develop and maintain an effective partnership with Staff ensuring consultation

and communication practices are routinely adopted to enable management to

make effective decisions and successfully implement proposals.

iv. Ensure that staff are informed and updated on key share-able business and

organisational issues

v. Manage Staff absence & tardiness.

vi. Write, maintain and update HR Policies/Employment contracts (for all categories

of staff) / Group Employee Handbook/Job Profiles / Performance Mgmt Profiles

& Handbooks/Leadership Competency Rubrics with Behaviour Indicators etc.,

in coordination with BOD and other key stakeholders.

vii. Ensure alignment of policies and contracts of the Group with UAE Govt. Dept.

regulations & laws, including Dept of Immigration, Ministry of Labour, Ministry

of Social Affairs, KHDA, Ministry of Sports & Youth, Municipalities etc) laws.

viii. Develop SLAs (service level agreements) for efficiency and improvement;

benchmark against global HR best practices and identify gaps for improvement.  

ix. Communicate all developed publications to staff and ensure staff understand their

roles, organization’s expectations etc.

• Employee Departures:

i. Manage the separation process for employees in termination and/or resignation and/or non-renewal situations.  

ii. Ensure employees on gardening leave and non-compete honour their commitments to the company

iii. Ensure staff update all their responsible aspects of Fortes Readiness (including

Calendar of Routines, Job Profiles, R&R Bubble Diagrams etc), and execute all

end-of-service checklists including: contractual & govt. permit obligations, IT,

accommodation/office departure, vehicle release etc.

Job specification:

• Candidate with a diploma or degree in Human Resources Management.

• Minimum of 8 years in an HR role in a services industry.

• Excellent English written and oral skills, and ability to communicate clearly and

articulately, with excellent interpersonal and communication skills.

• Ability to gain credibility quickly and to cultivate good relationships with

colleagues at all levels of the organisation.

• Ability to work within a dispersed team, collaborating as appropriate but taking

ownership and responsibility for own areas of work.

• Ability to produce work to a high level of accuracy and detail.

• Calm, particularly under pressure, and able to meet tight deadlines 

• Proficient in MS Office & Computer Applications.